1. Sexual Harassment Prevention Training Macheo Payne Lincoln Child Center 2011 New Hire Orientation

2. Introductions (Again?) 1. Name 2. What does harassment mean to you? New Hire Orientation

21. New Hire Orientation If you are not used to writing things down, find someone who you trust to help you. It is generally a good idea to let people know when their actions or comments bother you. - Their reaction will often help you determine their true intentions. Unless you are sure that the person was out ot harass you, don’t accuse them of sexual harassment right off the bat. Instead, tell them that they have “crossed YOUR line”, and that you find their behavior/actions unwelcome. Be clear: Ambiguous rejection doesn’t make it unwelcome behavior. Avoiding “Accidental” Harassment Just to be clear

22. New Hire Orientation In many instances, people don’t realize that their conduct was unacceptable. -If you are satisfied that it was a misunderstanding, you don’t need to take any further action. -But you should keep your written description of the incident in case you need it for future reference. If you are not completely satisfied with the person’s reaction, or if another incident occurs, you need to go to the Human Resources Dept. and report the situation. Reporting an Incident When to report

23. New Hire Orientation Deciding to report a sexual harassment incident can be a difficult thing to do: -It’s easy to be embarrassed by the events. You may be fearful that no one will believe you. You could be afraid that you will be punished for stepping forward. You might even be concerned that the person you are accusing will seek some type of revenge. Or you could be overwhelmed by a combination of these feelings. Reporting an Incident Not an easy thing

24. New Hire Orientation But coming forward is always the right thing to do: -It is the only way that Lincoln can identify and deal with sexual harassment that might otherwise go unnoticed. In fact, companies will sometimes discipline employees for NOT speaking up about sexual harassment incidents that they have witnessed. When reporting sexual harassment, be prepared to provide management with a copy of your written incident description: -This will make sure that they know what you feel happened. Reporting an Incident The right thing to do

25. New Hire Orientation After reading your statement, a manager will interview you to ask you questions: -Be sure to answer all of the questions as honestly and accurately as possible. At the end of the interview you may be asked to sign a statement. -Read it carefully to confirm that everything is correct. Point out anything that you feel isin’t accurate, and ask that revisions be made. Reporting an Incident Nest steps

26. New Hire Orientation HR will interview the person that you have accused of sexual harassment, to: -inform them of the allegations Ask them questions about their involvement The alleged harasser will also be told about the seriousness of the situation, and notified that they must not do anything to further harass you. -Your employer may take measures to protect you from any reprisals, such as shifting work schedules so that you don’t have to be around the alleged harasser; -Or the alleged harasser may be put on administrative leave during investigation. Reporting an Incident The investigation

27. New Hire Orientation Management will always do everything to keep the sexual harassment incidents confidential:: -Only when necessary, will they interview other people who might have witnessed the events. Sexual harassment is never dealth with lightly… and will not be tolerated by Lincoln Child Center. -The penalty will often depend on the type of incident and how often it occurred or severe the incident. -At the very least the harasser will receive a stern warning to “cease and desist” or face disciplinary action. Reporting an Incident Confidentiality

28. New Hire Orientation Treating people with respect insisting that they do the same for you and taking a firm position on what you find is unacceptable can go a long way in preventing sexual harassment in this workplace. REMEMBER: AVOID BEING THE HARASSER AND USE YOUR BEST JUDGEMENT AT ALL TIMES! AVOID BEING THE HARASSED AND BE CLEAR ABOUT YOUR BOUNDARIES! Golden Rule Being Proactive